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Fallguy

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  1. Fallguy

    At-will

    It seems we both have had some bad experiences. I also believe in karma, it turns out that 75% of the people that were involved has also been terminated or quit on their own. The worst part about my experience is that I was discriminated from the first month I was there. I was determined to prove everyone wrong that I didn’t stop to think about it. I realize now that every employer I worked for has always chosen someone with less experience or someone that I’ve trained for promotions. There were times they would rehire employees that quit to positions that I would ask or wanted and opportunity. What should I do with all the mvp awards and employee of the year that I’ve collected over the years? I probably could have killed a few trees but they had to stop giving out the awards because the other employees were complaining. I believe in karma but at the same time, I hope it only effects the person directly. I’ve met and watch their kids grow through the years. I hope the children are not affected. i have heard that bad people don’t always wear mask. A lot of the wear suits. Im hoping my experience can help the hard working employee that you can earn a million dollars for your employer but they can fire you for coming in to work 1 minute late. Thanks for sharing your experience legalchess17
  2. Fallguy

    At-will

    I can see that it’s a case by case decision. One of the first that I learned and have stuck in my mind for as far as I remember was the golden rule. My kindergarten teacher was the first to tell me about it. It’s help me in difficult situation. There should be an asterisk that says, “rule does not apply to business”
  3. Fallguy

    At-will

    That is a very clear explanation. As an employee, I didn’t look at it from that perspective. I was just curious because I see a lot of questions here that can be answered with knowing “at-will” In my experience, I was approached by HR and I could tell where the conversation was going. HR started of about performance and also improvement plans and I have not improved the last six months. Before she can finish what she was saying I cut her and asked what she was talking about. I ask her to provide me with copies and that she was the only person that has mentioned. All she she said after that was, “so your saying your manager never went over this with you”. I told her I never been written up and have no clue what she was talking about. I asked her to make me copies because I would love to see them. long story short. They eventually found a reason which I’m the only person in the history of that company that was terminated for. i just thought I might have felt better for them to say, thanks for the hard work, you are the best but we prefer to work with employees that don’t know the job so that we can feel smart about it. Thabks for the examples, I can see that not everyone has the same opinions.
  4. Fallguy

    Flma

    Yes, that was what I meant. thanks
  5. Fallguy

    Flma

    I will definitely have to find an experience local attorney to clear that up. Do attorneys take on cases if it’s not in the same city? I want to make sure that my options are open so I can choose one that works for me. thanks
  6. Fallguy

    Flma

    flma’s serious health condition— if an employee was to miss 3 consecutive days and the intitial physician did not have the capacity to treat further but wanted to refer you to see a specialist, will this trigger the serious health condition rule for continued treatment?
  7. Fallguy

    At-will

    To see others opinions. It makes sense what payroll guy said above though. The point is to clarify and have a better understanding. I see that most of the questions on this board applies to that rule. I just thought that it can save a lot of time and head if employers can just be upfront about it.
  8. Fallguy

    At-will

    I see
  9. Fallguy

    At-will

    Why do employers find it necessary to make up excuses to terminate when they can just do so?
  10. Fallguy

    Exempt employee

    thanks, i did read it on the dol website but I got confused because it said something about having to meeting all but not one and have to 50% managers duty. That definitely helps
  11. Fallguy

    Exempt employee

    That’s true, i no longer have a job so it would be too difficult to afford one. I’ve just been surfing the web the last month to see how many laws were violated. Also it’s for educational purposes. It would be nice if there’s any legal recourse. After all, it will be difficult to look for a job in same field. I can’t leave 8 years of work history blank. I don’t that if I do list it that I will get anything positive.
  12. Fallguy

    Exempt employee

    I worked for many years with a company and I’ve ask my supervisor many times but he can never explain it . I didn’t realize that there are laws that protects it. i manage anywhere from 3-10 people but average about 7. The turnover rate is over 200% so you there’s always times when there’s 3-5 people working. i don’t get to decide who to hire or fire. I can only discipline if HR is involved and approved it. My job duties are basically scheduling and handling complaints. I’m basically just an employee with a manager title. I was never paid for OT but I’ve always work 40-55 hours per week. My pay-stubs would always have OT earnings it. When I asked about it. My boss just ask if my salary was correct and if it’s off then he will get HR to pay the difference. It was hard to differentiate because I will always earn bonus or incentives.(the incentives is a another story that is very questionable). I did have vacation hours but it’s rare to get approval to use it. So was I really exempt or misclassified? Ive talked to many lawyers but it seems that most of them in town doesn’t seem to have the time. Thanks in advance
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